Showing posts from June, 2016

Crazy Good

Recently in conversation with a manager at a client company, I asked about the big changes going on, including the acquisition of another company.

She said,"It's good. Crazy good."

What's good is the growth that they will experience with this acquisition.

What's "crazy" is the overwhelming amount of change they are trying to absorb.

Her choice of words, "crazy," was an apt term. If you're not careful, huge levels of organizational change can have negative side effects.

I seized the moment to tell her about VUCA, that is, volatility, uncertainty, complexity, and uncertainty.

She nodded after each concept and said at the end, "Yep. That's what we are going through."

What does it take to stay resilient in such a hi-change environment? Here are four things to think about.

In highly volatile situations, people will feel endangered and scared. This type of change means stress. And stress can lead to illness.  Whatever you can do to …

Culture: By Default or By Design?

Every organization has a culture. But not every organization designs their culture.

How does Culture get to be what it is? From my research and experience, I'd say that culture can be by default (it just is) or culture can be by design (it is what we want it to be). 

A favorite example of a culture by design is that of Southwest Airlines, one that has been well researched over the years and written about extensively. Their story clearly depicts the influence of the early leaders, choices they made, obstacles they faced, and the first successes they had, all of which laid the foundation for what came later. 

For a small glimpse of the Southwest culture, here is avideoof former CEO and founder Herb Kelleher and one of the flight attendants.

Clearly culture means a great deal to Southwest Airlines.

It reminds me of a company I worked for in the 1990's. Our CEO 'Bob' used to talk to Wall Street audiences about the "secret weapon" that we possessed, namely our cu…

Partnering - A Key to Success

For decades now, the Human Resources field has been implementing a concept, first introduced by guru Dave Ulrich, called the "business partner" role. It was, and still is, a brilliant idea. And one that many other professionals would do well to adapt. What is a business partner then? Using HR as a model, a business partner works closely with her client (e.g. R&D or Operations), getting to know the client's business intimately, advising her client on specific issues (e.g. talent acquisition or talent retention) related to her areas of expertise, and helping her client to achieve success. Imagine transferring that concept to other areas such as EHS, IT, Project Management, Communications, Change Management, Learning & Development, and Quality, for example. Specialists in these areas have much to offer and desire a "seat at the table" with their clients in order to contribute meaningfully. The idea of partnering is key. Here are several component aspects …

Free Webinar June 22 - Leading Teams thru Change with Terrence Seamon

Free Webinar from Rutgers Executive & Professional Education:  Leading Teams Through Change - June 22nd at Noon EST In today's complex business environment, the ability of leaders to guide their teams through change is becoming one of the most critical skills. Join Rutgers EPE for a 30 minute webinar on June 22nd EST where wewill explore the leader's role as catalyst, communicator, and coach in the midst of change.
In this webinar you will learn why organizational change is so difficult; recognize the leader's role in driving change; and understand the importance of coaching to help others through change.
SpeakerTerrence "Terry" Seamonis a Learning and Organization Development professional whose interests and strengths include: training and organization development, coaching and facilitation; leadership and management development; and change and transition.

Winning Attitude

What do you think drives your Life? Many people have a "Sh#t Happens" view of their Life. They view the happenings in their Life as consequences of external forces (i.e. the Sh#t). I have long been a believer in a different point of view. I got it from my mother who used to say "Life is what you make it." It's a view of Life that believes in the power of the mind. A view that says that our purpose, attitude, and intention are the things that make the difference. That these are the major determinants of what happens in our lives.
"Your life does not get better by chance, it gets better by change." - Jim Rohn Recently I was working with a client on ways to develop a winning attitude that could be spread throughout their organizational culture. A tall order, no? So we started with their Mission, Vision, and Values. And we spent a number of hours on what those words were really saying about the kind of company they implied. We discussed how the attendees …

The 4 A's of High Performing Teams

Looking to improve the effectiveness of the teams in your organization? Start here with the 4 A's.

Alignment - How unified are your teams? Are they "on the same sheet of music, singing the same song?" Are they operating upon a common mission, with shared goals?

Accountability - How reliable, responsible, and trusted are your teams? Can they be counted on when the heat is on? Do your teams operate with integrity? Do they treat one another with respect?

Adaptability - How well are your teams handling change? Are they bouncing back with resilience? Are you making sure that your teams have enough energy to give their best effort? Are you all improving and learning continuously?

Action Oriented - Do your teams have a bias toward action? Are they fast moving? Are they able to do what needs to be done to serve their customers and deliver on results? Do they get it done?

Terrence Seamon helps leaders to build strong teams. Follow him on twitter @tseamon. To learn more about his work …

3 Roles for Leaders of Change

If you are in a leadership role --and that means anyone in the organization who has the ability to influence others-- then you will have the opportunity to make a real difference during times of change. Here are three of the roles you may play. Catalyst - Periods of organizational change may seem crazy at times, like a runaway wagon headed for a cliff. Some may perceive the change this way because they are feeling like leaves caught in a flood, like it's totally outside their control. You can help in this regard by being a catalyst and teaching it to others. Being a catalyst for change means recognizing that You are a part of it, not outside of it. Not a helpless victim of it. When you are a catalyst for change, you take responsibility of it, for some part of it. You hold yourself accountable for the part, however small, you can play in making it happen. The catalyst for change says "If it is to be, it is up to me." And then asks, How can I help make this change successf…